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The Five Essentials For Training Healthcare Professionals

So, you are a provider, and you need to continue to meet your CME requirements. Or you are a hospital leader tasked with maintaining a robust training curriculum, so your providers stay sharp. Whether it is learning a new tool or technique, reviewing morbidity and mortality, or improving patient experience, training is the key for providers to improve their skills and advance the entire organization.

If training is this vital to the performance of your healthcare organization, then it is important to understand what makes training best-in-class. Here are Golden Source Consultants five essentials to keep in mind when training healthcare professionals.

1. Not Everybody Learns In The Same Way

Great training programs should include different activities, documentation, and materials that will accommodate different learning styles within your team. Mixing things up between hands-on and textbook learning is essential to getting the information to stick with each person learning. Some effective training tools to use with healthcare providers are:

  • Case Studies – Putting the training in context is essential to understanding how and when to use the skills. Identifying case studies, perhaps from within your own organization, grounds the training. Case studies also help providers think through the decisions that may not be black and white and discuss amongst themselves how they may approach a given problem and why a particular solution may or may not be optimal.
  • Roleplaying – The ability to be hands on for every training may be difficult. Roleplaying or simulations are an excellent way to put a provider in the driver’s seat. Every part of the experience, including the stress and emotions, can often be evoked, so that when a real-life event occurs, the provider feels confident and in control, having practiced.
  • Videos – In a recorded video there is not only the ability to see how a skill is performed or hear the explanation of a topic. Videos also create repeatable and standardized messages. There is no variation in how the information is presented from class to class, and there is the ability to go back and replay the video again for learners who need to see or hear information again.
  • Individual Questions – Some learners need time to process information by writing it out or thinking through a topic on their own. Building in some time for individual activities or questions allows individuals who are more passive to dive into the topic and process what they have learned in a meaningful way.
  • Guest Speakers – Having a provider-to-provider conversation drives the message home. If you are a provider and you are leading a training, consider that by including a guest speaker or panel, you are increasing the number of voices giving credibility to your topic. If you are not a provider and are tasked with leading a training, leaning on a guest speaker can drive home the importance and validity of your training.

2. Look For More Integration Among Your Employees. 

In any organization, people work in teams. No provider works completely alone, so why not use the training programs to promote coworkers’ integration and help a healthier interaction and support among colleagues. Your training programs leverage group discussions or team-based activities to help make training more interactive, enjoyable, and memorable for everyone involved.

3. Promote E-Learning And Computer-Based Training.

Providers’ busy schedules and coveted time-off means finding novel ways to deliver training is essential. These days video conferences, workshops, and conferences are easier and more popular with tools that allow providers from different locations to receive training anywhere or replay at any time. Another advantage of e-learning or computer-based training is the employer can keep track of which employees complete the training and if there is any scoring mechanism, verify how well the content was retained. While the decision to implement online learning may seem daunting, it is likely cost-efficient and scalable than planning for in-person trainings across your organization with multiple providers.

4. Invest In More Than Medical Training.

Providers receive training about emergency preparedness, clinical or non-clinical competency, and training related to their specialty. However, more and more healthcare organizations are seeing the benefit of training on leadership, patient experience, or diversity topics. Investing in training that goes beyond the clinical adds dimension to your training and skills, as well as attracts top talent to your organization.

5. Take The Guesswork Out Of Training Options.

It is essential to eliminate confusion for providers of different types or levels within your organization. Rather than creating a broad “course catalog,” consider creating a structured program that builds and develops skills at each milestone in a provider’s professional career. This “university-style” format can still allow providers options to choose specific topics and hones in on the essentials you want to be reflected in your care team. Consider creating these programs from the top-down, building your leaders, and developing meaningful change one level at a time. Structuring your training in this way also drives meaningful conversations about career development and peaks the interest of job applicants interested in how your organization invests in its talent.

Golden Source Consutlants’ last piece of advice is do not forget to evaluate and track how effective the training programs are for your providers. Just like a good physician will always follow-up with a patient to see how he/she is healing after a surgery; a good trainer should check to make sure that the learning created an effective change. Leverage your surveys or feedback forms to fine tune your training and improve your prescriptions.

Learn more about Golden Source Constltants’ Training Development Services.

 

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